object of management and the most important and most creative resources of enterprises, pay attention to the staff, care about them, respect them, trust them, fully empower to them, give them opportunities to independently complete work. Enterprises should cultivate the creativity, participation and cooperation spirit of employees, build the unique and excellent corporate culture is the highest state of retention.
3.2.2. Coordinating the Relationship of Different Employees and Departments
To prevent internal factional fighting, enterprises should prevent cliques in department or executive, enterprises should actively advocates corporate culture of integrity. Within the company, build the atmosphere of mutual understanding, respecting and helping between leader-member, colleagues and departments. Employees could dispute because of work problems, but cannot play politics, intrigue, frame and crowd out for personal problems or their own advantages, otherwise, employees will concentrate on the company’s interpersonal relationships but ignore their work. In the long term, it will make the employees work efficiency drops, to make the matter worse, it will eventually lead employees turnover. To properly handle internal informal groups, and guide informal groups, give full play to the positive influence of the informal groups, weaken their negative effects. Dealing with the relationships within an enterprise, reduce unnecessary turnover factors.
3.2.3. Establishing Management Mechanism to Prevent Key Brain Drain
For an enterprise, if excellent employee who masters the key techniques or confidential enter to rival camps, or set up his own enterprise, the consequences could be disastrous. Therefore, enterprises must establish management mechanism to prevent the key brain drain. First, enterprises should establish personnel information system, including on-the-job personnel information, employee information, talent reserves information, dynamic tracing information of employees’ work. Using this system to timely understand the staff’s ideological trend, especially in cultivating and promoting key talent, must examine their loyalty to the enterprise. Second, it is to set clear system, regulate key employees cannot work or service enterprises that have interest conflict with the company in a certain period of time, and they should sign a confidentiality contract. This is not only good for restrict employees, but also for enterprises to sue employees for job-hopping. Third is to perfect the content and projects of the incentives for knowledge workers according to the earlier stated incentive principle. Fourth is to do a good job of backup talents so that new product development and market development will not be interrupted by the loss of key knowledgeable employees. Fifth is to establish the responsibility system of labor division. For positions and departments that master a large number of customers and business information, enterprises shall establish a job sharing mechanism that mutual supervision and restraint, and enterprises should in charge of the most important parts of accessing to customers and key business.
Employee turnover is an important field in the research of human resource management,and this article summarizes the current research results from personal factor, organization and work factor, social and economic factor these three aspects that help others who are interested in employee turnover influence factors have a comprehensive understanding. At the same time, this article puts forward countermeasures which help enterprises to deal with this problem. The characteristics of the current research status and some future research directions are as follows.
4.1. Characteristics of the Research Status
The characteristics of the current studies are as follows.
Firstly, in general, there are two trends of the turnover study: generalization and elaboration. Generalization reflects in comprehensive discussing influence factors, such as Youxuan Feng researched employee’s turnover reason from individual factor, organizational factor, individual-organization fit factor, external environment factor for these four aspects. Elaboration refers to a further study of one influence factor. Such as ZhongminWang studied how several organizational factors influenced on employee turnover. Rensun Ye studied how job satisfaction and organizational commitment influenced on employee turnover of state-owned enterprises.
Secondly, the study of turnover, especially empirical research, there are more in abroad than in China, especially in recent years.
Thirdly, previous studies mainly focus on the influence factors of turnover, but the study of turnover moderator variables is not much.
Finally, subjects of the empirical study mostly concentrated in an industry, and samples are small (generally around 200), studies do not establish a general model of turnover. Therefore, although the conclusions have strong applicability, but its theoretical value and generalization are limited.
There are many areas of future research that can be found from current studies.
Firstly, the future research of employee turnover influence factor should strengthen the discussion about the effect of a single variable under the condition of controlling a variable, or study the interaction between two or more variables, on the other words; we should pay more attention on the internal psychological process  .
Furthermore, there should be more empirical research, we should try to choose large sample, and the sample must be representative, combing theory with practice to make the results more convincing.
Finally, we should also pay attention to the role of regulating factors (such as individual psychology and the external environment support, individual economic bearing, organizational support, etc.) in the study of turnover influence factor  .
Cite this paper
Yanjuan Zhang, (2016) A Review of Employee Turnover Influence Factor and Countermeasure. Journal of Human Resource and Sustainability Studies,04,85-91. doi: 10.4236/jhrss.2016.42010